The best idea in the meeting arrives twenty minutes after it ends. The colleague who spots every flaw in a plan struggles to think through the noise of an open office. Someone who makes complex problems look simple spends half their energy working out what a vague brief means.
There is talent in each of those moments. The opportunity is to create the conditions that let it come through.
That starts with understanding how a person works: where their strengths show up, what gives them energy, and what gets in the way. neuriprint gives that conversation a starting point.
See the person behind the work
Every workplace has habits. Meetings happen a certain way. Briefs arrive in a certain format. Quick answers get noticed. Over time, those habits shape whose contribution is easiest to see.
Many professionals have neurodivergent traits they've never recognised. They've spent years working around what drains them without knowing why. neuriprint makes those patterns visible in the language of work, so people understand how their mind works, stop blaming themselves, and act with confidence: asking for what helps and using their strengths on purpose. What someone does with that insight, including exploring it with a professional, is always their choice.
That could mean recognizing a strength in finding patterns, a preference for thinking before speaking, or the difference a clear sequence makes when starting a task. Each insight creates an opening for a more useful conversation about work.
A strength becomes more useful when you know the conditions that help you use it.
Build a richer picture
neuriprint draws on established, peer-reviewed questionnaires with published validation evidence, alongside proprietary assessments built on well-researched designs. neuriprint scores them in its own way for workplace use.
Your neuriprint begins with 1st Assessment. Fifteen follow-on assessments offer further ways to explore how you work, from communication and motivation to attention and preferred strategies for learning and remembering. The sixteen assessments include Visual search, an optional eye tracking assessment on desktop.
The mix brings together questionnaires, performance tasks, and optional desktop eye tracking. Your answers describe your experience; activities add another perspective on how you approach a task. Later assessments build on the foundation you started with. Eye tracking is optional and has only a small influence on some traits. Those traits can influence the Index indirectly; eye tracking does not contribute to it directly.
The value is in bringing those perspectives together. You can explore your Strengths, reflect on what feels familiar, and find words for what you want colleagues to understand.
Turn insight into action
The most useful question to ask of an insight is: what could we do differently because we know this?
Consider someone who does their clearest thinking with time to prepare. Sending the question before a meeting gives them room to develop an idea. Inviting a written follow-up gives that idea somewhere to land. The team gets another way to hear their contribution.
Or take a colleague who thrives on solving difficult problems but finds an open-ended brief hard to begin. A clear outcome, a worked example, and an agreed first step give them something concrete to work with.
These are changes a team can try in everyday work. Use your neuriprint to choose a starting point, agree one adjustment, and return to the conversation after you have tried it. Keep what helps. Refine what needs more thought.
For a manager, the opening can be as simple as: "What helps you do your best thinking, and where could we make more room for it?"
Make it yours
Whatever someone chooses to share, neuriprint adds what actually helps at work. It gives individuals, and the managers they choose to share with, a consent-led, work-specific picture of strengths, drains and the conditions that sharpen performance, so conversations about workplace adjustments and support are better informed and easier to record. neuriprint informs conversations about how people work best; decisions stay with people. It is not designed or permitted for decisions about hiring, promotion, pay, performance, task allocation or termination.
neuriprint doesn't replace disclosure, occupational health or Access to Work, and support should never depend on completing it.
You don't need a diagnosis to have workplace needs, and employers don't need one to act. Where the Equality Act 2010 duty to make reasonable adjustments applies, it doesn't depend on a formal diagnosis. Waiting lists can run for years, and some people never seek one. neuriprint helps close that gap: a consent-led, work-specific picture of what drains and sharpens someone, so adjustment conversations can start now, not after a diagnosis.
In the US, the Americans with Disabilities Act (ADA) requires covered employers to provide reasonable accommodations for qualified people with disabilities, unless doing so would cause undue hardship. You can start the conversation in plain language. If the disability or need for accommodation is not obvious, an employer may request reasonable documentation.
neuriprint does not prove disability or fulfil an employer's legal duty. It helps inform conversations about workplace adjustments and support.
Your neuriprint belongs to you. You decide what to share. That gives you room to explore your results for yourself and choose what would be useful in a conversation with someone else.
Start with one strength you recognize or one working preference you want to explain. Add an example from your own experience. The detail you bring is what makes the conversation personal and practical.
Curious about how the assessments and Strengths Index work? Our science reference explains the methods, evidence, and interpretation behind neuriprint.
Start a better conversation
Think back to that meeting. What if the question had arrived the day before? What if there had been space to send the idea afterward? A small change in how work happens can make room for a contribution the team would otherwise miss.
neuriprint gives people a shared language for finding those opportunities. LiveLabs brings the conversation into a workshop, where teams can explore neuroinclusion through real workplace challenges.
Bring a challenge your team recognizes. Start there.
Make room for the strengths in your team. Explore them together in LiveLabs.